Towards Compassionate Total Rewards: COVID-19’s Clarion Call for a Paradigmatic Shift

IF 1.4 Q3 MANAGEMENT

South Asian Journal of Human Resource Management Pub Date : 2022-04-18 DOI:10.1177/23220937221086121

Subhra Pattnaik, Mousumi Padhi

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引用次数: 1

Abstract

The COVID-19 ‘new normal’ has forced organisations to reinvent business practices including rewards in order to retain and motivate employees. This article reviewed the published literature to identify the changing Total Rewards strategies adopted by firms in India as they navigated the various phases of this unprecedented pandemic. The review of academic papers as well as practitioner articles or news articles on relevant themes published in the period of 2020–2021 was followed by semi-structured interviews with 12 human resource practitioners working in the Compensation and Benefits or Total Rewards function across various organisations in India to arrive at the findings of the study. The study revealed that most firms have adopted a compassionate approach while reformulating their Total Rewards strategy. Agility, fairness and hyper-personalisation form the cornerstones for relooking at the Total Rewards dimensions such as pay, benefits, learning and development, and work environment. Spurred by the pandemic, the article highlights the endeavour of Indian firms to imbibe compassion into their Total Rewards strategies by being agile, fair and hyper-personalised. Further, it also lists potential challenges that Indian reward leaders might need to address to successfully implement and sustain a compassionate Total Rewards culture in their organisations.

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走向富有同情心的全面回报：新冠肺炎对范式转变的清晰呼吁

新冠肺炎的“新常态”迫使组织重新制定商业惯例，包括奖励，以留住和激励员工。这篇文章回顾了已发表的文献，以确定印度公司在应对这场前所未有的疫情的各个阶段时所采取的不断变化的全面奖励策略。在对2020-2021年期间发表的学术论文、从业者文章或相关主题的新闻文章进行审查后，对印度各组织薪酬和福利或全面奖励职能部门的12名人力资源从业者进行了半结构化采访，以得出研究结果。研究表明，大多数公司在重新制定全面奖励战略时都采取了富有同情心的方法。灵活性、公平性和高度个性化构成了重新审视薪酬、福利、学习和发展以及工作环境等全面奖励维度的基石。在疫情的刺激下，这篇文章强调了印度公司通过灵活、公平和高度个性化的方式，努力将同情心融入其全面奖励战略。此外，它还列出了印度奖励领导者可能需要解决的潜在挑战，以在其组织中成功实施和维持富有同情心的全面奖励文化。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

South Asian Journal of Human Resource Management MANAGEMENT-

CiteScore

2.30

自引率

23.50%

发文量

期刊介绍： South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.